Assistance in Balancing Work, Childcare and Nursing Care

In Shindengen Electric Manufacturing and some Shindengen Group companies in Japan, various types of leave are provided for employees’ childbirth and prenatal/postnatal health management, including leave for medical appointments, childbirth leave, and leave for pregnancy-related health issues. In addition, systems such as childcare time and health management time (including shortened working hours, flexible commuting times, and extended break times) have been introduced as part of efforts to expand programs for childcare and nursing care.
At Shindengen Electric Manufacturing, to confirm employees’ intention to take childcare leave, an application section for childcare leave has been added to the birth notification form on the internal intranet. In August 2025, the company endorsed the “Declaration for 100% Male Childcare Leave” promoted by Work Work Life Balance Co., Ltd. Shindengen Three E has been sending messages to employees encouraging men to take childcare leave, striving to create an environment where it is easy to do so. Furthermore, Akita Shindengen has implemented various initiatives, such as promoting childcare leave for both women and men and introducing a childcare short-time work system. As a result of these efforts, the company obtained Kurumin certification in fiscal year 2024.

Encouragement and Reward System for Raising Employees’ Incentives

Shindengen established a prize-payment system for inventions, suggestions and the acquisition of public
certifications as well as the TOEIC incentive system in order to promote the better performance of employees
in R&D activities, various workplaces and duties.
In FY 2024, we added public qualifications and there were 56 prizes awarded for those who acquired public
qualifications

Improvement of Working Environments

At Shindengen Electric Manufacturing, we grant refresh leave based on employees’ length of service with the aim of helping them refresh their minds and bodies and enhancing their motivation to work. In addition, we are working to create a more comfortable work environment by complying with workstyle reform-related laws, such as mandating the acquisition of five days of paid leave per year and ensuring equal pay for equal work, as well as introducing measures such as setting refresh days and limiting overtime hours.
Starting in March 2025, we reviewed our previous “No Overtime Day” initiative and introduced “Refresh Days” in a format that is easier for all employees to participate in and adopt. This initiative aims to maintain mental and physical health and improve work-life balance by encouraging employees to spend their time after work meaningfully. Specifically, every Wednesday is designated as a Refresh Day, with working hours limited to 7.5 hours, and even if the total working hours do not reach 7.5 hours, employees finish work at 5:30 p.m.
Going forward, we will continue to promote initiatives that help employees refresh and strive to create a workplace environment that is comfortable and supportive.

The Asaka Office of Shindengen Electric Mfg. Co., Ltd., Shindengen Three E, and Okabe Shindengen Co., Ltd. have been certified by Saitama Prefecture as companies that practice diverse workstyles. This system is one where the prefecture certifies companies that have introduced and practices systems, such as telework and shorter working hours, that support balancing work and private life. Companies that are certified are widely promoted on the Saitama Prefecture webpage and other places as companies that are pleasant to work for. Our company has introduced systems that support diverse working styles such as a workfrom-home system, flex-time work, and taking leave in one-hour units,and we also have a full lineup of systems that exceed legal stipulations,such as the ability to take eight weeks of leave before childbirth. As part of our efforts to keep creating working environments where diverse human resources can flourish, we will proactively support a work-life balance for employees.